Castle Season Hotel Disciplinary Handbook aspiration implement employees with general guidelines regarding Castle Season Hotel policies and procedures that employees are presupposing to obey and acquiesce.
To provide sufficient awareness with reference to exclusive exemption and requirements ensure that you are enjoying and delightful in the workplace as well as have a successful work experience with Castle Season Hotel. All exemption and requirements provided by Castle Season Hotel are subject to adjustment. Refitting the arrangement or practices regardless from the management or the operational side could be needful, which will lead to inspect with refitting.
The core policies and procedures of Castle Season Hotel are acknowledged by 11 Board Directors of Castle Season Hotel. Fresh employee is recommended to seek advice with relevant opinion from Human Resources Department regarding to policies, employee expectations, rewards and benefits, obligations requirements and any uncovered question that are not stated down in this handbook.
As there will be few elements you might require clarifying personally please raise with your supervisor or foreperson. If you have any suggestion or question with respect regardless thesis or the design of the handbook, please do not hesitate proposal to Human Resources Department.
All workforce of Castle Season Hotel is expected to respect and acknowledge to notably retain and display the excellent standards of serviceable in Castle Season Hotel.
Mission Statement
The mission of Castle Season Hotel is we build enjoyment by contribute highest guest service and outstanding entertainment experience.
Vision Statement
Castle Season Hotel the heart of contributing the happiness and entertainment in Southeast Asia as well develop a profitable goal.
Values and Ethics
The civilizing of Grand Disney Hotel is amusing and delighting the guest. We hope to provide the biggest enjoyment and outstanding entertainment experience to people of all ages.
1.0 Discipline
Discipline system is very important in a working environment especially in service-based. This is to ensure the fair and just for the workers in an organizations. The purpose of discipline is to make sure the staff are aware of the rules of what is right and wrong. Action will be taken if the staff is not following the rules.
Disciplinary matters are being formed and decided by the management. This is to give employee a guideline on their work so that the employee will know they are on the right track and they are implementing the rules.
The main objective of having rules and discipline is to make sure the employees behave in a correct way at the working place and also follow the rules and regulations of the organization. Employees who are disciplined will not only be successful in their working environment but also their personal life as well.
Most of the organizations use a progressive disciplinary action or if it is something more serious, they will need to be dismiss from the job. This type of disciplinary actions give the employees an opportunity to know their mistake and change their behavior before a more serious action is being taken.
1.1 Importance of Discipline
Discipline is essential to all organized group action. It is difficult to achieve the organizational goal without spiritual involvement of disciplined employees. Employees play a vital role by adopting the policy, rules, guidelines and process set by the organization as to assure individuals maintain silence at workplace and work as a single unit with their team members to achieve organization goals and objectives. Discipline play a huge role in organization. Without discipline, employees would not only misbehave but also do whatever they want to do. Discipline are vital as it binds the employees and also motivates them to respect their organization.
1.1.1 Efficiency
Organizational efficiency is the organization's mark of success in adopting the least possible inputs in order to produce the highest possible outputs. Staff members must discipline themselves in well time management to deliver organization outcome on time but also yield high quality output. It is essential for employees to meet desired time frame yet deliver results on time. Therefore, disciplinary delegates concentration, time management and effective communication, which all contribute to efficient labor.
1.1.2 Harmonious Workplace
Disciplined harmonious workplace atmosphere is one of the top element which consistently accomplish create a stronger relationship leads to better job satisfaction. Repercussion frequently misguided and unpredictable environment happen when companies do not actualized regulation which will effectuate additional inconvenience for the management productively lead employees. Thus, outstanding team dynamics skills are stimulated in a disciplined organization to concentrating company’s goals.
1.1.3 Safety Precautions
Safety in the working environment need a proper safety handbook precaution by company management. We are avoiding any risk happen to any of our staff in the incident. Therefore, company need all the staff to attend the training as compulsory due to the harm occur and employees should submit a report about understanding the safety regulations.
2.0 Minor and major misconduct
Discipline workforce prerequisite for productivity and good workplace relations in a company. For instance, if the employee breaks a rule or behaves in an unacceptable manner, the employer must decide whether the worker has committed major or minor misconduct. Misconduct done by employee can be either minor or major. Minor misconduct is defined as any act of indiscipline or behavior by an employee that caused minimal harm or damage yet is less detrimental to the reputation of the personnel and assets of the employer. Major misconduct is an act of indiscipline or behavior that caused maximal harm or damage which is impacts the reputation of the personnel and assets of the employer thus all major misconduct must be investigated.
Section 60 of the Employment Act 1955 contributes a contract of service which may be terminated for special reason as such misconduct on the part of the employee. In Section 60(1) state that no employee shall be obligate to work unless he or she is engaged where by its nature of work required to be carry on continuously. If an employee hired based on daily, hourly basis or other similar rate of pay who are working on a rest day, he or she shall be paid for any period of work. Meanwhile, if an employee is hired on a monthly or weekly rate of pay who works on a rest day, he or shall be paid for any period of work.
2.1 Types of misconduct
Minor misconduct can be define as employees perform some mistake but it is not as serious as crime but still it will not be acceptable by the company rules and regulations whereas a major misconduct is a much more serious mistake or behavior or actions that may lead to any harm or causes any damage to the employees or the company. These are the following that indicates the rules which our company has categorized for each of these levels of misconduct.
A. Minor misconduct
• Worker absence for work without informing
• Worker late for work without any reason
• Worker leaving the working place
• Worker execute poor task performing
• Worker fail to follow direction
• Worker fail to perform safety in working environment
• Worker fail to wear uniform with neatness
• Worker unintentional leakage information
• Worker unintentional damage company property
• Worker smoking in non-smoking area
B. MAJOR MISCOUNDUCT
• Absenteeism
• Dress code violation
• Smoking in the workplace, or consumption of alcohol or drugs.
• Minor and major horseplay.
• Theft of the company property and dishonesty.
• Sabotage of company’s property and operation.
• Unauthorized absence (Example: Missing in action)
• Discrimination, bullying and harassment.
• Unsatisfactory work performance in company.
• Uses of the company’s facilities and equipment for privacy.
• Making distorted statement and complaints makes the company disgrace and denigration.
• Threating intimidating, insulting, abusing, using abusive language or assaulting any superior, a co-employee or a subordinate.
• Providing inaccurate information related name, date of birth, age, permanent and present address, qualification or information or any personal information to company.
• Exploit or fighting in the office premises or consist any form of violence or rowdiness, either with fellow employee.
• Gambling, drunkenness or using any harmful drugs while on duty in company’s premises, which will include sleeping during working hours with or without the use of same.
3.0 Disciplinary Process
Discipline in the workplace is known as the regulations or conditions that are testify on employee by management in order to either correct or prevent behaviors that are detrimental to an organization as well as assure adhesion to established company rules.
♣ Provision for consistency and unbiasedness in disciplinary measures for diverse employees.
♣ Freedom to establish behaviors by employees is granted. Particularly where employees may be ignorant of breaking the rules or creating a problem in the office.
♣ Employers are given the opportunity to clarify actions that can be taken to build up the situation where the chance for training and mentoring is present to employees.
Employee are encouraging to verbalize the flowchart shown below for further information as well as steps taken respectively for each of the disciplinary action procedure:
Figure 1: Disciplinary Procedure Flow Chart
Disciplinary Flowchart Process and Disciplinary Action
Regulating employees is a challenging part of supervision and management. The process of responding to performance issues as they develop and working towards a growing approach to discipline is vital.
4.0 Appeals Procedure
The appeal procedure appears in the case of a disciplinary procedure. It gives the employee a final opportunity to resolve the matter, and also allows the employer to reevaluate any unfairness present in the previous process. An employee can appeal the decision by:
1. Addressing the method of disciplinary action taken against him/her. An example would be in the case where the employer did not follow their disciplinary policy or the Code of Practice.
2. Confronting the evidence provided by the employer in the possible case of lack of evidence used to carry out the disciplinary procedure.
3. Questioning the decision made by the employer. For example, the employee acted differently in past cases, or the action taken is too harsh.
4. Providing valid evidence or concrete reasons why such disciplinary action shouldn’t be taken. Examples of evidence includes a clean disciplinary record, work record, duration of employment, or prove the attendance of training to the employer.
5. Submitting a written appeal against the disciplinary decision towards matters regarding performance and conducts. The employee has five working days to set out grounds for the appeal.
6. Letting a manager, possibly one more senior and is not related to the case to hear out the appeal without delay. However, in the case of small businesses, managers or owner might be required to re-evaluate the appeal without biasedness.